Talent Training and Development
Educational Training
- SKS offered a total of 230 training sessions, with 31,634 participants.
- The average training hours per employee reached 107.17 hours (including online training programs).
At a business management meeting, the Chairman of SKS shared that human needs are the foundation of all industrial development. However, population aging and declining birth rates have made labor shortages the new norm, reshaping expectations for working hours, compensation, and the realization of personal value. These shifts have significantly impacted the security industry, making talent a key driver for corporate transformation and sustainable development. 2023 was designated as the Year of Inception for a new era in corporate sustainability, with the overarching goal of HOPE". The "H" in HOPE stands for Human capital, emphasizing talent cultivation, suitable placement, and career development. Placing "H" first underscores the central role of people as the driving force behind HOPE. SKS's talent development policy clearly identifies human capital as a strategic focus, aiming to enhance sustainable talent strength by implementing organizational optimization, micro-learning platforms, and other initiatives focused on nurturing talent, placing the right people in the right roles, and supporting long-term career development.
The security industry has traditionally relied on a mentorship model for talent training. With the advent of the digital economy, human–machine collaboration supported by smart technologies is emerging as the mainstream approach. In response to rapid market changes, SKS provides training in digital skills, customer orientation and communication, and leadership development. Beyond enhancing industry expertise, SKS encourages continuous learning and supports workplace flexibility through inclusive strategies, building a high-quality talent ecosystem that empowers employees to grow and thrive.
In response to the increasingly volatile, uncertain, complex, ambiguous, and multilateral (VUCA) global trends, SKS recognizes the need for continuous corporate growth and for employees to adopt strategic thinking to navigate change. The Talent Development Department continues to enhance employees' capabilities by strengthening their knowledge and adaptability. A comprehensive and robust training framework has been established, focusing on onboarding programs for new employees, professional training for current staff, leadership and management development for supervisors, and talent pipeline programs for high-potential employees. At every stage of their careers, employees are offered diverse learning and growth opportunities.
Accordingly, the Talent Development Department continuously drives innovation and transformation based on industry trends, corporate operations, customer demands, and talent competency requirements. This ensures that employees benefit from thoughtful and effective training at each phase of their career development. Annual training plans are formulated based on business goals and the development needs of each department. From curriculum design, instructor selection, and implementation to post-training review and feedback, collaboration with each department ensures that all training activities align with the company's growth objectives and employee competency development needs.
For example, the foundational training for new sales personnel utilizes the E-Learning Platform for online learning and course preparation. Sales supervisors guide employees through reading materials, assessments, and Q&A sessions. The Talent Development Department further adopts a blended learning model of physical classrooms equipped with electronic devices for training, and uses roleplaybased product pitch evaluations to significantly enhance learning outcomes. Additionally, digital video modules on product training, business development, and administrative procedures are produced to boost learning motivation and reinforce content covered during in-person training sessions.
To ensure equitable access, employees who are unable to attend in-person training are not neglected. With the consent of instructors, courses are recorded and made available on the E-Learning Platform, which protects employees' rights to training without compromise.
Statistics on Training and Training Time, by Job Category
| Year | 2024 | 2023 | 2022 | 2021 | |||||
|---|---|---|---|---|---|---|---|---|---|
| Gender | Male | Female | Male | Female | Male | Female | Male | Female | |
| Employee Training Time | Sales | 2,996 | 611 | 6,276 | 1,038 | 2,101 | 683 | 8,535 | 965 |
| Security (Dispatch、Control) |
308 | 0 | 30,088 | 0 | 1,174 | 0 | 956 | 0 | |
| Service | 3,665 | 142 | 4,264 | 40 | 5,678 | 321 | 2,250 | 199 | |
| Administrative | 3,012 | 1,538 | 2,662 | 1,288 | 5,427 | 1,142 | 2,122 | 230 | |
| Subtotal by gender | 9,981 | 2,291 | 43,290 | 2,366 | 14,380 | 2,146 | 13,863 | 1,394 | |
| Total hours | 12,272 | 45,656 | 16,526 | 15,257 | |||||
| Average Employee Training Time | Sales | 11.26 | 10.18 | 20.71 | 15.97 | 6.98 | 12.65 | 24.53 | 18.95 |
| Security (Dispatch、Control) |
0.49 | 0 | 56.45 | 0 | 1.94 | 0 | 1.47 | 0 | |
| Service | 10.38 | 3.23 | 12.25 | 0.87 | 15.73 | 4.79 | 7.68 | 2.93 | |
| Administrative | 7.13 | 6.82 | 17.87 | 7.16 | 35.94 | 6.45 | 15.49 | 1.39 | |
| Subtotal by gender | 7.13 | 6.82 | 9.56 | 6.98 | 10.13 | 6.68 | 9.64 | 4.51 | |
| Per Employee | 7.07 | 25.83 | 8.75 | 9.5 | |||||
- Average employee training time = Total employee training time divided by the number of employees in the year.
- Total time = Total training time of both male and female employees.
- Our Control Center arranges occasional new product and internal regulation trainings for female employees.
- This table only includes the results of in-person training sessions applied and recorded through the Company's training system. Online training hours, daily training for security personnel, and the mandatory 4-hour monthly on-the-job training required by security industry regulations are not included.
- The figure for "Average Training Hours per Employee (Hours) – per employee" in 2023 reflects the revised data.
- The Company has no female security personnel; therefore, training hours for females in the security job category are indicated as 0.